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Diversity, Equity, and Inclusion Training: Innovations for Culturally Competent Learning Programs

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Training employees on diversity, equity, and inclusion (DEI) initiatives and best practices is critical. A lot of good can happen in an organization when all employees are actively engaged in DEI training.

For starters, it helps create a fair, just, and welcoming workplace environment that supports employees of all abilities, races, genders, ethnicities, backgrounds, and experiences.

That said, in addition to strong subject matter, the learning program must foster cultural understanding and sensitivity to be successful.

Why Is It Essential to Create Culturally Competent Training Programs?

Innovative diversity, equity, and inclusion (DEI) training fosters culturally competent workplaces by emphasizing respect, understanding, and appreciation for diverse perspectives. Incorporating strategies to show employees they are valued—such as personalized recognition, open communication, and inclusive policies—enhances the effectiveness of DEI programs. HR and management can make employees feel appreciated by acknowledging contributions meaningfully, creating safe spaces for dialogue, and prioritizing employee well-being. These practices not only strengthen DEI efforts but also build trust and engagement across teams.

Training programs mean nothing if they don’t resonate with everyone in your workforce. There isn’t one employee who doesn’t need to comprehend and appreciate DEI in the workplace.

Culturally competent training programs value diversity in their design and subject matter and ensure that all aspects of the program support the highest level of engagement from the entire workforce. They understand people across cultures and employ tools and techniques that facilitate connection to and interaction with each piece of training.

Successful, culturally competent employee education programs result in the construction of inclusive work environments that foster diversity-driven growth. No employee is left to feel excluded or unwelcomed.

This is fundamental because it’s incredibly stressful when employees from historically marginalized backgrounds feel excluded and not welcomed. And that stress can negatively affect their bodies, igniting cardiovascular issues, a weakened immune system, and weight gain.

Exclusion can impact employees mentally and emotionally as well. Self-esteem and confidence decrease. Their energy levels are lower, impacting productivity and employee engagement. Also, the workplace is no longer a safe place psychologically and physically for these employees.

Culturally competent learning programs for DEI will instill different behaviors, attitudes, and policies into the workplace that ensure all employees are safe and supported enough to produce better outcomes.

The Technologies that Shape Culturally Competent DEI Learning Programs

Technology plays a significant role in shaping a culturally competent DEI training program. Different technologies enhance the delivery of the training, inspire optimal engagement from all employees, and improve accessibility.

Data Analytics

You could include anything in your training program and see what sticks. Or, you could adopt a data-driven approach to DEI training that helps you capitalize on what resonates with employees the most and improve what they aren’t engaging with.

With data analytics, you can create a DEI training program that aligns with your DEI goals.

For example, let’s say one of your goals is to better support people of color in your workplace. You can identify which training modules support this goal and track how many employees complete the modules and their behaviors while doing so.

If you see that employees have yet to complete these modules and the ones that did race through them, that could be an indicator that your modules aren’t detailed enough. It could also indicate that your employees are hesitant to start the training.

Confirm if these predictions are true and gather feedback that will help you improve the training experience so that you can accomplish your DEI goal.

Like most processes and systems in a business, data analytics can be powerful in shaping a strong learning program.

A Choice of Media Formats

Along with different beliefs, practices, and behaviors, people across different cultures have various learning needs as well. In other words, they learn in different ways. So, for DEI training programs to be culturally competent, they need to factor in the varying learning needs and preferences of a diverse and inclusive staff.

Something as simple as having a choice of media formats to deliver pieces of training helps mold a strong learning program. Employees can learn through:

  • Live training events
  • eLearning courses
  • Virtual workshops and webinars
  • Virtual instructor-led training
  • Workbooks that accompany online training
  • Interviews of or presentations from subject matter experts
  • A hybrid strategy that combines in-person and remote learning

Having a mix of training formats like these adequately supports employees learning in different ways.

Interactive Technology

Teaching employees to be less biased, avoid unfair behavior, cultivate an awareness and empathy for all people, and respect a diverse workforce is a detailed process that involves a variety of topics.

Because it’s so convoluted, employees may eventually become bored with training. When they become bored, they become less engaged. And that, in turn, stops your team from absorbing fundamental DEI concepts and best practices that would transform your workplace.

Interactive technology can boost engagement with DEI training programs. In addition, interactive technologies can make topics more digestible.

For example, you can gamify your training. Award employees points as they complete modules and quizzes within each module that they can spend on merch in the company store.

You could simulate different DEI situations throughout the training modules where employees must use their decision-making and other skills to appropriately address them and unlock the next module.

Another idea is to employ social learning techniques. Split your employees up into teams and have them complete training together. Allow them to learn from one another through collaboration, observation, engagement, and feedback.

Interactive technology will inspire employees to fully engage with your DEI learning program.

Additional Strategies Driving DEI Education Initiatives and Training Programs

There’s no denying technology’s role in ensuring DEI education programs are culturally competent and complete. However, there are a couple of other notable strategies driving DEI initiatives and training programs.

Commitment From Leadership

Acceptance of DEI education initiatives starts from the top down. Leadership needs to commit to promoting and engaging in DEI training programs before they can get their team to buy in.

When everyone buys into the training, you get closer to achieving the bigger picture regarding DEI in the workplace. Employees learn how to appreciate and use each other’s strengths while helping one another cultivate weaknesses. More creativity and better ideas emerge too.

To get your team to buy into a DEI learning program:

  • Share your DEI vision with your team
  • Emphasize how important teamwork is
  • Discuss each individual’s role in achieving DEI initiatives
  • Be transparent about DEI objectives and your timelines for achieving them
  • Recognize employees who fully embrace the DEI training program

A commitment from leadership and the techniques above will help get the team to buy into DEI training.

Involve Diverse and Underserved Groups in the Creation Process

Another strategy for driving the DEI training program’s success is to involve ethnically diverse and underserved groups in the development of the program.

These individuals are the best sources of information on what to include in a training program to ensure it’s culturally competent. They can also indicate the subject matter that’s best for a detailed DEI training experience that results in employees creating an authentically diverse and inclusive workplace environment.

A handful of employees can be directly involved in the development and ongoing management of the training program. However, you should get feedback from as many employees as you can on how to approach DEI training. Not only will this help ensure the training is culturally competent, but it will also have significant impacts on overall performance.

Alex, a dedicated vinyl collector and pop culture aficionado, writes about vinyl, record players, and home music experiences for Upbeat Geek. Her musical roots run deep, influenced by a rock-loving family and early guitar playing. When not immersed in music and vinyl discoveries, Alex channels her creativity into her jewelry business, embodying her passion for the subjects she writes about vinyl, record players, and home.

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